Using a Random-Effects Model to Test Differing Conceptualizations of Multidimensional Constructs

Sturman, Michael C.; Carraher, Shawn M.

doi:10.1177/1094428106289391

Cited by 24 publications

(25 citation statements)

References 38 publications

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“…Going a step further, we performed a t-test in order to examine the differences between general entrepreneurs and social entrepreneurs and found significant differences (t = 6.627) for the social entrepreneurship scale and the intergroup relations scale (t = 3.889) at the 0.05 level but not for gender, age, or job satisfaction. Thus, we provide beginning support for the convergent and divergent validities of the social entrepreneurship scale (Carraher and Buckley, 1996;Carraher et al, 1999;Carraher et al, 2000;Scarpello and Carraher, 2008;Sturman and Carraher, 2007). Table 2 Factor analysis results …”

Section: Resultssupporting

confidence: 58%

“…As shown in Table 2, in all three cases the instrument is one-dimensional and the single dimension explains over 50% of the variance (Fornell and Larcker, 1981;Sethi and Carraher, 1993). In Table 3, we have factor analysed the social entrepreneurship and job satisfaction items in order to examine the divergent validity of the social entrepreneurship scale (Scarpello and Carraher, 2008;Sturman and Carraher, 2007). As shown, there is a clear two-dimensional structure.…”

Section: Resultsmentioning

confidence: 99%

“…In the area of cognitive abilities differences in intelligence, cognitive complexity, cognitive differentiation, sustained attention, cognitive flexibility, creativity, and cognitive processing speed (Carraher and Buckley, 1996;Sturman and Carraher, 2007). In the area of personal experiences research on biographical data or biodata (Carraher et al, 2009) should prove fruitful at providing insights into what individual background experiences might be related to social entrepreneurship behaviours, actions, and outcomes.…”

Section: Discussionmentioning

confidence: 99%

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Validation of a measure of social entrepreneurship

Carraher

Welsh

Svilokos

2016

EJIM

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Abstract:We first discuss the notion of social entrepreneurship and how it extends beyond its geopolitical confines. This includes the various definitions of being a social entrepreneur, mission, opportunities and challenges. While the field of social entrepreneurship is moving forward globally, there still lacks a measure of social entrepreneurship. We test an 11-item measure of social entrepreneurship using a sample of social entrepreneurs and general entrepreneurs in order to examine the reliability and validity of a new measure of social entrepreneurship. We find support for the convergent and divergent validity of the instrument as well as differences between social entrepreneurs and general entrepreneurs. We also find very good levels of internal consistency for the scale. Implications for future research are discussed.

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Section: Resultssupporting

confidence: 58%

Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Validation of a measure of social entrepreneurship

Carraher

Welsh

Svilokos

2016

EJIM

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“…As nursing shortages threaten the access to and the quality of patient care, healthcare managers and human resources professionals have the responsibility to implement practices that would increase staff retention. One component of a successful retention program is a satisfactory and competitive compensation package (Chan and Morrison, 2000;Currall et al, 2005;Lum et al, 1998;Sturman and Carraher, 2007). Thus, the second objective of this paper is to highlight how organizations may address the turnover problem, specifically through its link with pay and job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

Pay Satisfaction, Job Satisfaction and Turnover Intent

Singh¹,

Loncar²

2010

154

129

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The purpose of this paper was to examine the relationships among pay satisfaction, job satisfaction, and turnover. While there is a fairly large body of literature on pay satisfaction/dissatisfaction-turnover relationship, there are reasons to expect different outcomes in occupations – such as social work and nursing – where job satisfaction, versus pay, may be of equal, if not greater importance. Essentially, it may be argued that in these sectors, workers are driven more by job satisfaction rather than their paychecks. Yet, there is little empirical research on this issue; thus, a primary purpose of this study is to address this research need. This study will add to the recent research that has focused on key human resources management and industrial relations issues related to the nursing profession in Canada. Furthermore, many studies use a unidimensional measure of pay satisfaction even though the literature suggests that there are better measures. Using a four-dimensional instrument in this study, we improve on past practices.Using a sample of 200 nurses in a unionized hospital in Ontario to test our hypotheses, we found support for both (viz., 1. The four pay dimensions will affect turnover intent differently; and 2. Job satisfaction will add incrementally to the explained variance in the pay satisfaction-turnover relationship). The findings support the contention that nurses may be more motivated by their jobs, versus their pay. The findings may be good news for organizations that want to better manage labour costs. There are different ways for hospitals to improve their workplace environment in order to increase satisfaction with intrinsic job factors and reduce turnover.Cet article examine la relation entre la satisfaction à l’égard de la rémunération, la satisfaction au travail et le roulement de la main-d’oeuvre. Alors qu’il existe un corpus plutôt vaste de littérature sur la satisfaction/insatisfaction à l’égard de la rémunération, il y a des raisons de penser que les résultats pourraient différés pour certaines professions, comme dans le cas du travail social et celui des soins infirmiers, où la satisfaction au travail comparativement à celle à l’égard de la rémunération peut être d’importance égale ou même supérieure. Essentiellement on peut argumenter que dans ces secteurs, les travailleurs et travailleuses sont davantage motivés par la satisfaction au travail que par leur chèque de paie. Pourtant il y a peu de recherche empirique sur ce sujet. Un premier objectif de l’étude est de combler en partie du moins ce manque. Elle ajoutera ainsi aux études récentes qui mettent l’accent sur la gestion des ressources humaines clés dans les organisations et les problèmes de relations industrielles liées à la profession des soins infirmiers au Canada. Plusieurs études utilisent une mesure unidimensionnelle de la satisfaction à l’égard de la rémunération alors que la littérature suggère que de meilleures mesures pourraient être utilisées. Aussi en proposant une mesure à quatre dimensions, nous croyons pouvoi...

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“…By following these concepts of systemic design, the world of manufacturing, which today is truly lacking an environmentally mature culture, would succeed in achieving the goal of zero emissions. We need to change our ways of thinking (Sethi and Carraher, 1993;Sturman and Carraher, 2007).…”

Section: A New Business Model: Wastes Enriched With New Values Becomementioning

confidence: 98%

Innovation: changing the perspective from which to observe how things are working

Ceppa

2009

IJSSM

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At present we are witnessing the intensive exploitation of natural resources but in the meantime we are producing more waste. Hence we should not expect the Earth to produce more but we should do more with what the Earth produces, and adopt a sustainable waste management. Therefore we must turn to Nature, where there is no waste and even surpluses are metabolised by the system itself. If these conditions are transferred to the world of production it's possible that output (waste) of a productive process is used as input (resource) for another one; waste enriched with new values becomes a resource. The research, in collaboration with Neosidea Group, is about the proposal of an instrument for analysis that would allow the configuration and realisation of networks of connections among different companies in geographic proximity, to achieve zero emission by implementing a sustainable management of their wastes.Biographical notes: Clara Ceppa received her PhD in Design Culture at the Politecnico di Torino in Italy. In these years she focused her attention on the current and increasing problem of waste that derives from different productive processes and areas of consumption. Therefore she developed several researches on the one hand about materials and energy that are involved in some different productive cycles and on the other hand about packaging fields, in particular food-pack.

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Using a Random-Effects Model to Test Differing Conceptualizations of Multidimensional Constructs

Cited by 24 publications

References 38 publications

Validation of a measure of social entrepreneurship

Validation of a measure of social entrepreneurship

Pay Satisfaction, Job Satisfaction and Turnover Intent

Innovation: changing the perspective from which to observe how things are working

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